{"id":298868,"date":"2025-11-17T10:30:42","date_gmt":"2025-11-16T22:30:42","guid":{"rendered":"https:\/\/www.reckon.com\/au\/?p=298868"},"modified":"2025-11-12T13:08:25","modified_gmt":"2025-11-12T01:08:25","slug":"2025-news-wrap","status":"publish","type":"post","link":"https:\/\/www.reckon.com\/au\/blog\/2025-news-wrap\/","title":{"rendered":"2025 Small Business News Wrap"},"content":{"rendered":"<p>[et_pb_section fb_built=&#8221;1&#8243; _builder_version=&#8221;4.16&#8243; da_disable_devices=&#8221;off|off|off&#8221; global_colors_info=&#8221;{}&#8221; da_is_popup=&#8221;off&#8221; da_exit_intent=&#8221;off&#8221; da_has_close=&#8221;on&#8221; da_alt_close=&#8221;off&#8221; da_dark_close=&#8221;off&#8221; da_not_modal=&#8221;on&#8221; da_is_singular=&#8221;off&#8221; da_with_loader=&#8221;off&#8221; da_has_shadow=&#8221;on&#8221;][et_pb_row column_structure=&#8221;1_3,2_3&#8243; _builder_version=&#8221;4.23&#8243; background_size=&#8221;initial&#8221; background_position=&#8221;top_left&#8221; background_repeat=&#8221;repeat&#8221; width=&#8221;100%&#8221; custom_padding=&#8221;||0px||false|false&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;][et_pb_column type=&#8221;1_3&#8243; module_class=&#8221;table-contents&#8221; _builder_version=&#8221;4.23&#8243; background_color=&#8221;#f3f2f6&#8243; custom_padding=&#8221;25px||25px||true|false&#8221; sticky_position=&#8221;top&#8221; sticky_limit_bottom=&#8221;section&#8221; sticky_position_tablet=&#8221;top&#8221; sticky_position_phone=&#8221;none&#8221; sticky_position_last_edited=&#8221;on|desktop&#8221; pac_dcm_carousel_specific_module_num=&#8221;0&#8243; border_radii=&#8221;on|24px|24px|24px|24px&#8221; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text _builder_version=&#8221;4.23&#8243; text_font=&#8221;||||||||&#8221; global_colors_info=&#8221;{}&#8221; background__hover_enabled=&#8221;on|desktop&#8221;][\/et_pb_text][\/et_pb_column][et_pb_column type=&#8221;2_3&#8243; _builder_version=&#8221;4.16&#8243; custom_padding=&#8221;|||&#8221; pac_dcm_carousel_specific_module_num=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; custom_padding__hover=&#8221;|||&#8221;][et_pb_text admin_label=&#8221;Intro&#8221; _builder_version=&#8221;4.27.4&#8243; header_2_font_size=&#8221;32px&#8221; custom_margin=&#8221;||0px|||&#8221; header_2_font_size_tablet=&#8221;30px&#8221; header_2_font_size_phone=&#8221;26px&#8221; header_2_font_size_last_edited=&#8221;on|tablet&#8221; global_colors_info=&#8221;{}&#8221;]<\/p>\n<p>When running a business, you can be forgiven for not knowing every single bit of information about changes in your industry. However, a lot has happened in 2025 for small businesses, from increased worker rights to changes in tech infrastructure.<\/p>\n<p>Let\u2019s go over what&#8217;s happened and what the future holds for small businesses in Australia<\/p>\n<h2>The big changes for small businesses in 2025<\/h2>\n<p>There have been numerous key compliance changes that have affected how businesses operate. Let\u2019s take a look.<\/p>\n<h3>Right to disconnect<\/h3>\n<p><a href=\"https:\/\/www.reckon.com\/au\/blog\/right-to-disconnect-for-small-businesses\/\">The Right to Disconnect<\/a> (RtD) law has been a topic of much discussion within the business community. For small businesses, the law came into force on 26 August 2025. RtD means that eligible employees have the right to decline reading, monitoring, or responding to work-related communication outside regular working hours, unless doing so would be unreasonable.<\/p>\n<p>What does that mean for small businesses? Well, if your business doesn\u2019t have an agreement in place that stipulates what is and isn\u2019t valid contact outside of working hours, you&#8217;re going to have problems. Make sure you&#8217;re aware of your rights as an employer and your employees\u2019 rights before implementing changes to your workplace agreements.<\/p>\n<p>[\/et_pb_text][et_pb_code _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;20px||||false|false&#8221; custom_padding=&#8221;|||220px|false|false&#8221; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221;]<script src=\"https:\/\/fast.wistia.com\/embed\/medias\/upxdlt1vt5.jsonp\" async><\/script><script src=\"https:\/\/fast.wistia.com\/assets\/external\/E-v1.js\" async><\/script><\/p>\n<div class=\"wistia_embed wistia_async_upxdlt1vt5 seo=true videoFoam=false\" style=\"height:500px;position:relative;width:281px\">\n<div class=\"wistia_swatch\" style=\"height:100%;left:0;opacity:0;overflow:hidden;position:absolute;top:0;transition:opacity 200ms;width:100%;\"><img decoding=\"async\" src=\"https:\/\/fast.wistia.com\/embed\/medias\/upxdlt1vt5\/swatch\" style=\"filter:blur(5px);height:100%;object-fit:contain;width:100%;\" alt=\"\" aria-hidden=\"true\" onload=\"this.parentNode.style.opacity=1;\" \/><\/div>\n<\/div>\n<p>[\/et_pb_code][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<h3>Superannuation guarantee (SG) and minimum wage increase<\/h3>\n<p>The SG increased to 12% and the minimum wage has increased by 3.5% since July this year. This is just another expense that small businesses must consider in their operations. At the same time, this should be easy to accommodate, admin-wise, as any changes will be built into compliant <a href=\"https:\/\/www.reckon.com\/au\/accounting-software\/\">accounting<\/a> and <a href=\"https:\/\/www.reckon.com\/au\/accounting-software\/payroll\/\">payroll systems<\/a>.<\/p>\n<h2>Changes that went under the radar<\/h2>\n<p>While RtD and payment increases have been major focuses this year, a few events have occurred that didn\u2019t receive much attention but are still important.<\/p>\n<h3>Windows 10 support discontinuation<\/h3>\n<p>This one snuck up on a fair few businesses, as Microsoft quietly dropped support for <a href=\"https:\/\/www.reckon.com\/au\/blog\/windows-10-support-ends-what-small-business-need-to-do\/\">Windows 10 on 14th October 2025<\/a>. While this doesn\u2019t prevent Windows 10 from functioning, it does mean that there will be no further updates for the operating system. This means that if your devices use the software, you leave yourself vulnerable to security issues, such as those caused by cybercriminals, without Microsoft&#8217;s help.<\/p>\n<p>This is a significant development, as nearly 46% of Windows operating systems are still running Windows 10. The best way to stay up to date is to switch to Windows 11 for support. Installing the new operating system is pretty straightforward. However, if your tech infrastructure isn\u2019t easy to switch, make sure to take advantage of the <a href=\"https:\/\/learn.microsoft.com\/en-us\/lifecycle\/faq\/extended-security-updates\">Extended Security Updates program<\/a> and receive a 12-month extension of security updates.<\/p>\n<h3>Small Business Super Clearing House (SBSCH) Closure<\/h3>\n<p>While you may be familiar with <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/payday-super\/\">Payday Super<\/a>, you\u2019re probably not familiar with the ATO\u2019s free small business super clearing <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/sbsch-closure\/\">house closing next year<\/a>. You are also probably unaware that the service ceased accepting new business registrations as of 1 October 2025. The decision to close the service was part of the upcoming Payday Super, and it will affect over 200,000 small businesses.<\/p>\n<p>The change will require businesses that use the service to find an alternative solution by 1 July 2026.<\/p>\n<p>[\/et_pb_text][et_pb_code _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;20px||||false|false&#8221; custom_padding=&#8221;|||220px|false|false&#8221; hover_enabled=&#8221;0&#8243; locked=&#8221;off&#8221; global_colors_info=&#8221;{}&#8221; sticky_enabled=&#8221;0&#8243;]<script src=\"https:\/\/fast.wistia.com\/embed\/medias\/7m5vznxrbm.jsonp\" async><\/script><script src=\"https:\/\/fast.wistia.com\/assets\/external\/E-v1.js\" async><\/script><\/p>\n<div class=\"wistia_embed wistia_async_7m5vznxrbm seo=true videoFoam=false\" style=\"height:400px;position:relative;width:225px\">\n<div class=\"wistia_swatch\" style=\"height:100%;left:0;opacity:0;overflow:hidden;position:absolute;top:0;transition:opacity 200ms;width:100%;\"><img decoding=\"async\" src=\"https:\/\/fast.wistia.com\/embed\/medias\/7m5vznxrbm\/swatch\" style=\"filter:blur(5px);height:100%;object-fit:contain;width:100%;\" alt=\"\" aria-hidden=\"true\" onload=\"this.parentNode.style.opacity=1;\" \/><\/div>\n<\/div>\n<p>[\/et_pb_code][et_pb_text _builder_version=&#8221;4.27.4&#8243; _module_preset=&#8221;default&#8221; hover_enabled=&#8221;0&#8243; global_colors_info=&#8221;{}&#8221; sticky_enabled=&#8221;0&#8243;]<\/p>\n<h2>Small business changes to look out for in 2026<\/h2>\n<p>Where 2025 was busy with new changes, 2026 will require businesses to make significant adjustments in how they conduct their payroll.<\/p>\n<h3>Payday Super<\/h3>\n<p>Payday Super has passed and will be mandatory for every Australian business to implement as part of the superannuation contribution compliance change. The law requires businesses to pay superannuation contributions within 7 business days of paying salary and wages. The change was introduced as a measure to tackle rising <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/wage-theft-in-australia\/\">wage theft<\/a> in unpaid employee super. Businesses will need to use a <a href=\"https:\/\/www.reckon.com\/au\/accounting-software\/payroll\/\">payroll system<\/a> that is compliant with this change and the closure of the ATO\u2019s SBSCH.<\/p>\n<h3>$20,000 instant asset write-off<\/h3>\n<p>Another development to watch out for is whether the promised $20,000 instant asset write-off will be available for the 2025-2026 financial year. A cost-saving measure that small businesses rely on, the Labor government announced it would extend the tax relief as part of its re-election promise. For businesses to utilise the asset write-off, legislation must be introduced and passed. As of now, the measure hasn\u2019t been slated for introduction into the Senate, nor has it been cost-factored into the budget.<\/p>\n<p>If not passed, this could impact the 2025-2026 income tax returns for businesses with a turnover of less than $10 million.<\/p>\n<h2>Preparing your small business for 2026<\/h2>\n<p>After a long year of significant changes and managing the stress of running a business, we can sometimes become complacent. However, the end of the year is an opportunity to <a href=\"https:\/\/www.reckon.com\/au\/blog\/end-of-year-shutdown-checklist\/\">prepare and plan for the new year<\/a>. So make sure that you and your business are ready for the Payday Super changes and back yourself for 2026.<\/p>\n<p>[\/et_pb_text][ba_social_share icon_bg=&#8221;#03002e&#8221; icon_padding=&#8221;10px|12px|10px|12px|true|true&#8221; layout=&#8221;classic&#8221; show_text=&#8221;off&#8221; btn_padding=&#8221;0px|0px|0px|0px|false|false&#8221; btn_bg_color=&#8221;RGBA(255,255,255,0)&#8221; _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; custom_margin=&#8221;50px||||false|false&#8221; custom_padding=&#8221;25px||||false|false&#8221; custom_css_before=&#8221; content: %22SHARE THIS%22;|| font-size: 16px;|| font-weight: 700;|| line-height: 22px;|| letter-spacing: 0em;|| text-align: center;|| color: #ff5447;|| margin-bottom: 10px;|| display: inline-flex;|| position: absolute;|| margin-top: 10px;&#8221; border_width_top_main=&#8221;1px&#8221; border_color_top_main=&#8221;#e4e4e4&#8243; border_radii_icon=&#8221;on|5px|5px|5px|5px&#8221; global_colors_info=&#8221;{}&#8221; custom_css_before_last_edited=&#8221;off|desktop&#8221;][ba_social_share_child _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/ba_social_share_child][ba_social_share_child network_type=&#8221;facebook&#8221; _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/ba_social_share_child][ba_social_share_child network_type=&#8221;linkedin&#8221; _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/ba_social_share_child][ba_social_share_child network_type=&#8221;email&#8221; _builder_version=&#8221;4.23&#8243; _module_preset=&#8221;default&#8221; global_colors_info=&#8221;{}&#8221;][\/ba_social_share_child][\/ba_social_share][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Read our 2025 news wrap, covering the big changes that happened in 2025, what you missed, and what&#8217;s next for small businesses in 2026!<\/p>\n","protected":false},"author":36,"featured_media":298878,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"<p>Changes to how casual employees can transition to permanent employment are coming this year. The new process adds an employee-driven element, where, depending on certain circumstances, a casual employee can notify their employer of their intention to move from casual to permanent employment.<\/p><p>This is a marked departure from the previous rules, which were entirely up to the employers. So, what does this new process look like, and what does it mean for small businesses?<\/p><p>Let\u2019s go through it.<\/p><h2>Key changes to casual employment rights<\/h2><p>The \u201cClosing Loopholes\u201d amendment has directly changed how casual employees remain casual or transition to permanent employment.<\/p><p>Under the old rules in the National Employment Standard, a casual employee\u2019s employment status was entirely employer-driven. This meant that any conversation or initiation of a casual employee was through the employer's agreement or arrangement.<\/p><p>Now, employees can let their employer know their desire to change their working status, called the employee choice pathway.<\/p><p>Under the employee choice pathway, casual employees can pursue permanent employment by notifying their employers of their intent to change from casual to permanent. The following criteria have to be met before notice can be given:<\/p><ul><li>The employee has been employed for 6 months or more (or for small business, 12 months or more)<\/li><li>The employee believes that they no longer meet the requirements of a casual employee defined under the Fairwork Act 2009<\/li><\/ul><h2>Who is affected by the employee choice pathway?<\/h2><p>The changes have been in effect for medium-large businesses since 26 February 2025. Under the legislation, businesses with 15 or more employees must follow the employee choice pathway procedure.<\/p><p>The changes will come into effect on 26 August 2025 for small businesses (15 employees or fewer). Under the rules of casual employment, an employee may only notify their intent for permanent employment if they have been employed for more than 12 months.<\/p><h2>The process involved<\/h2><p>The employee choice pathway is twofold: a notice of intent to transition from casual to permanent, and the response to that notice. While this may seem simple, a number of factors determine the outcome. First, before a notice can be made to move from casual to permanent, we must look at what defines casual employment status.<\/p><h3>Defining casual employment<\/h3><p>The legal definition of what constitutes casual employment can be found in the Fairwork Act 2009 (15A). This is a rather large document, so for all intents and purposes, casual employment can be simply defined like this:<\/p><ul><li>The employment relationship is not a firm commitment to further ongoing work.<\/li><li>The employee is entitled to casual loading under the rate determined under their agreement, rate, or contract.<\/li><\/ul><p>If you are unsure about the definition of <a href=\"https:\/\/www.fairwork.gov.au\/starting-employment\/types-of-employees\/casual-employees\" target=\"_blank\" rel=\"noopener\">casual employment<\/a>, the Fairwork Ombudsman has materials and resources.<\/p><h3>Giving notice of employment change<\/h3><p>The notice a casual employee gives to their employer about moving to permanent employment requires two factors to be satisfied:<\/p><ol><li>The employee must have been employed for 6 months or more (12 months or more for small businesses), and;<\/li><li>The employee believes that they no longer meet the requirements of casual employment.<\/li><\/ol><p>Here is an example of a notice to demonstrate what this would look like in the workplace.<\/p><blockquote><p><em>Imagine a bartender working casually for over 10 months at a large pub with more than 15 workers. This casual employee has been given more responsibilities in the last few months, including rostering other casuals. The employee has also noticed they work fixed, regular, rostered shifts. With this information and a desire for more security in their employment, they approach their employer with notice to transition from casual to permanent employment.<\/em><\/p><\/blockquote><p>In this example, the employee meets the requirements to give notice and pursue the casual choice pathway. After notice occurs, the employer is required to respond. Let\u2019s take a look.<\/p><h3>Responding to a notice<\/h3><p>Once an employer receives a notice from their employee, they have 21 days to respond. Before a response is made, the employer should consult with the employee about what changes the transition would make to their employment. This discussion should include:<\/p><ul><li>Whether the employee would move to full-time or part-time permanent employment.<\/li><li>The change of hours the employee will work.<\/li><li>When the change of employment will take effect.<\/li><\/ul><p>After a consultation, the employer can accept or reject the notice of employment change.<\/p><h3>Accepting or rejecting an employment change notice from an employee<\/h3><p>When accepting a change, the employer needs to include what has been consulted previously and provide a new written employment agreement with their employee. The changes must immediately be implemented after the acceptance of employment status unless the employer and employee have agreed on a different commencement date.<\/p><p>When it comes to rejecting a notice, employers need a good reason. An employer can justify a rejection of the notice when either of the following circumstances apply:<\/p><ul><li>The employee still meets the requirements of casual employment.<\/li><li>Causes significant changes to the business organisational structure.<\/li><li>It will have a considerable impact on day-to-day business operations.<\/li><li>The change will break existing rules in an award or enterprise agreement.<\/li><li>The change violates recruitment or selection procedures that are protected by law.<\/li><\/ul><p>Accepting or rejecting an employee's notice must be thoughtfully considered, whatever the circumstances, and communication should be clear and concise. If there is a disagreement, it may come down to both sides not effectively communicating. However, dispute resolution procedures are in place if the relationship is beyond solving in the workplace. It also should be noted that <a href=\"https:\/\/www.fairwork.gov.au\/starting-employment\/types-of-employees\/casual-employees\/becoming-a-permanent-employee#protections\" target=\"_blank\" rel=\"noopener\">protections are in place<\/a> against any adverse actions taken in reaction to an employee submitting a notice.<\/p><h2>What happens if there is an employment dispute?<\/h2><p>Any dispute must be resolved first in the workplace. However, if a dispute occurs due to a disagreement about an employee\u2019s employment status, there are a number of avenues that can be explored:<\/p><ul><li>Consultation with the Fairwork Ombudsman<\/li><li><a href=\"https:\/\/www.fwc.gov.au\/issues-we-help\/casual-permanent-status\" target=\"_blank\" rel=\"noopener\">Resolution mediated<\/a> by the Fairwork Commission<\/li><\/ul><p>Unfortunately, if either of these doesn\u2019t remedy the situation, the matter may have to be resolved in court, arbitrated by the Federal Circuit Court.<\/p><h2>The bottom line<\/h2><p>As the changes on the pathway from casual to permanent employment are new, there will be a degree of awkwardness in implementation. What is essential is good communication and honesty when discussing an employee's future in your business. As the date for small businesses to follow the new rules is set for 26 August 2025, there is plenty of time to review your procedures for <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/payroll-guide\/workforce-management\/\" rel=\"\">managing your staff<\/a>.<\/p><p>You may find that the new process has new opportunities for <a href=\"https:\/\/www.reckon.com\/au\/small-business-resources\/hiring-staff-process\/traits-good-team-member\/\" rel=\"\">dedicated employees<\/a> to commit fully to your business. Whatever the employee choice pathway brings, ensure you are prepared with proper <a href=\"https:\/\/www.reckon.com\/au\/accounting-software\/payroll\/\">payroll systems<\/a> to navigate the changing landscape.<\/p>","_et_gb_content_width":"","inline_featured_image":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[344],"tags":[],"class_list":["post-298868","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.6 (Yoast SEO v27.6) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>2025 Small Business News Wrap: What you missed | Reckon Blog<\/title>\n<meta name=\"description\" content=\"Read our 2025 news wrap, covering the big changes that happened in 2025, what you missed, and what&#039;s next for small businesses in 2026!\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, 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